To be the Best, Invest in Relationships AND Results

Guest post from S. Chris Edmonds: 

 
If
you had a rare diagnosis of an aggressive disease,
wouldn’t you want to be treated by the best of the best
doctors? If your goal was to coach an Olympic gold medal hockey team, wouldn’t
you want only the best of the best players on your roster, with both precise
skills and impeccable character?

 
To
be the best of anything is pretty impressive. To be ranked in that rarefied air
means one has invested and IS investing time, energy, and passion into that
avenue.

 
Speaker,
author, and business expert
Tamara McCleary is ranked as the number one
woman in Marketing Technology. It’s not just her expertise in AI, blockchain,
social media, and the Internet of things that makes her such an effective influencer.
It is her dedication to creating and maintaining relationships, online and in
real life, every day, that boosts her influence.

 
Tamara
has written in the past that “engagement is key.” She builds real relationships
with her followers and who she follows. She monitors
reliable
data
to track how well she is engaging every day with her online
community.

 
She
invests the time, energy, and passion because she legitimately cares about
others. Members of her online and offline communities matter to her, deeply.
She’s constantly checking to see whether her plans, decisions, and actions
build relationships effectively NOW – and she refines those actions if they
don’t.

 
Let’s
apply Tamara’s practices – and positive results – to influencing others in the
workplace.

 
First,
invest the time. Pay attention to more than just results. Connect with people
at all levels in your organization every day. Learn their names and their
passions. Learn what gets in their way of cooperative teamwork and top
performance. Act to reduce those frustrations.

 
Second,
get the data. Don’t just monitor performance metrics – monitor data that
indicates how happy employees are working in your organization. You have some
reliable data, like turnover, exit interviews, service levels, and more. You
may need to measure other satisfaction metrics, like the degree of trust, the frequency of proactive problem solving, etc.

 
Third,
evaluate the progress of employee
engagement, service, and results. As you embrace proactive relationship
management, pay close attention to my “big three” – engagement, service, and
results. If you’re not seeing upticks in these after four weeks, do what Tamara
does. Refine your approaches, then monitor the impact. Keep those practices
that help.

 
I
post the effective approaches of great bosses daily on my social media
platforms. These quotes generate frequent shares as well as frequent comments.
And, a number of those comments are not complimentary of respondent’s current
bosses! People boldly state, “My boss doesn’t do this – I wish he did!” and
“I’ve never had a boss that did this! I don’t believe great bosses actually
exist!”

 
To
be an effective, inspiring leader today requires a variety of approaches – no
one “size” fits every colleague or team member. Don’t miss the opportunity boost
employee engagement, service, and results by focusing on positive relationships
daily.

 
S. Chris Edmonds is a sought-after speaker, author, and executive
consultant. After a 15-year career leading successful teams, Chris founded his
consulting company, The Purposeful Culture Group, in 1990.
Chris has also served as a senior consultant with The Ken Blanchard Companies
since 1995. He is the author or co-author of seven books, including Amazon best
sellers The Culture Engine and Leading at a
Higher Level with Ken Blanchard. Learn from his blog posts, podcasts,
assessments, research, and videos at http://drivingresultsthroughculture.com.
Get free resources plus weekly updates from Chris by subscribing here